Corporate Culture: Impact of Age Groups on Employee Relationships

Corporate Culture: Explain how corporate culture is something that is not easily defined, but it’s important to fit in what’s in place and if you feel change is needed you speak up to change the culture or better understand it. Respect of corporate culture.

Age Gap: You will do one page on talking about how difficult it is for employees of different age generations to work together but the importance of such experience of older employees is important. 

 

Corporate culture

Every corporation has its own set of rules, behaviors, and culture that defines its structures and its value to good customer service and employee relationship. However, for Hana Tan, a college graduate of Asian origin feels humiliated by the lack of use of kind words by hey employer’s trainer while trying to demonstrate the acceptable culture for the company’s employees.  Although Eric’s use of inappropriate words is not justified, it demonstrates an example on conflict of corporate culture and personal values.

Hana feels the violation of her dignity through the humiliating experience of Eric referring to her hair-do as looking childish in front of other trainees. Their different backgrounds influenced their approach in the issue. Eric is a bold Caucasian male who expresses his opinions blank face without considering the hurt his remarks have on others. Hana, on the other hand, is a conservative Asian who felt candid criticism is disgraceful especially in front of other is trainees.

The Hana-Erick situation presents different views on the use and definition of corporate culture. Eric considers the use of critical language as part of the way the normal world works and the best to influence an employee with the demands and expectations of the company.

A company’s corporate culture defines the employees motivational and loyalty towards their jobs. It also influences decision-making and operation roles of every employee in the organization. Well-structured corporate cultures have a good respect for an individual in how they treat employees, customers and business collaborate with the desired respect.

In my opinion, creating a culture where employees feel their values are valued is important. Although it is not possible to accommodate everybody’s demand in an organization, employees should feel appreciated and respected. Cultures should be aligned with the organization’s vision, goals and a good working environment that is comfortable for all.

 

Influence of age on employee relationships

Younger employees generally have a feeling that their older counterparts are sometimes too rigid for changes and have little value for their experience. Well, that is subject to discussion and different opinions. In do, age differences matters, Nispen (n.d) explains that members of similar age show similar values as compared to members of different age group groups. Older employees feel they do need recognition and support from their junior employees, which is not always the case bringing resulting to conflicts.

Due to changing technology and its influence in business, management usually promotes younger and learned employees who have acquired the latest skills required in supervisory roles. The older employees always feel that that is a cultural violation since the older should supervise the younger. This results in a lack of required co-operation that is required between the employees by the organization.

Despite the difficulties in working relations between the order and the younger employees, it is always a requirement by the organization that there should be a mutual co-operation between employees for the maximum benefit of the company. Age wrangles between employees have a negative effect on production, as people feel devalued and not appreciated. The experience from the older employees is useful in helping younger employee gain experience. Older employees have decision-making and problem-solving skills that younger employee can learn. (Boumans et al, 2011).

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References:

Belias, D., & Koustelios, A. (2014). Organizational culture and job satisfaction: A review. International Review of Management and Marketing,4(2), 132.

Guiso, L., Sapienza, P., & Zingales, L. (2015). Corporate culture, societal culture, and institutions (No. w20967). National Bureau of Economic Research.

Boumans, N. P., de Jong, A. H., & Janssen, S. M. (2011). Age-differences in work motivation and job satisfaction. The influence of age on the relationships between work characteristics and workers’ outcomes. The International Journal of Aging and Human Development73(4), 331-350.

Van Nispen, J. DO AGE DIFFERENCES MATTER?